Expert: date=November 2008

Conflict resolution is a range of processes aimed at alleviating or eliminating sources of conflict. The term "conflict resolution" is sometimes used interchangeably with the term dispute resolution or alternative dispute resolution. Processes of conflict resolution generally include negotiation, mediation and diplomacy. The processes of arbitration, litigation, and formal complaint processes such as ombudsman processes, are usually described with the term dispute resolution, although some refer to them as "conflict resolution." Processes of mediation and arbitration are often referred to as alternative dispute resolution.

Methods

There are many tools available to persons in conflict. A way would be not to fight over it, no violence, only talking out the problem. How and when they are used depends on several factors (such as the specific issues at stake in the conflict and the cultural context of the disputants). The list of tools available to practitioners include negotiation, mediation, community building, advocacy, diplomacy, activism, nonviolence, critical pedagogy, prayer and counseling. In real world conflict situations, which range in scale from kindergarten bullying to genocide, practitioners will creatively combine several of these approaches as needed. Additionally, practitioners will often specialize in a particular scale (e.g. interpersonal, community or international), or a particular variety of conflict (such as environmental, religious or organizational), and repertoires of tools they find most useful

Culture-based

Conflict resolution as both a professional practice and academic field is highly sensitive to culture. In Western cultural contexts, such as the Canada and the United States, successful conflict resolution usually involves fostering communication among disputants, problem solving, and drafting agreements that meet their underlying needs. In these situations, conflict resolvers often talk about finding the win-win solution, or mutually satisfying scenario, for everyone involved (see Fisher and Ury (1981), Getting to Yes). In many non-Western cultural contexts, such as Afghanistan, Vietnam and China, it is also important to find 'win-win' solutions; however, getting there can be very different. In these contexts, direct communication between disputants that explicitly addresses the issues at stake in the conflict can be perceived as very rude, making the conflict worse and delaying resolution. Rather, it can make sense to involve religious, tribal or community leaders, communicate difficult truths indirectly through a third party, and make suggestions through stories (see David Augsberger (1992), Conflict Mediation Across Cultures). Intercultural conflicts are often the most difficult to resolve because the expectations of the disputants can be very different, and there is much occasion for misunderstanding. A firm position in diplomacy must be maintained.